Monika's Major Project

A STUDY ON THE PERFORMANCE OF HR
POLICIES AND ITS IMPLEMTATION
SUBMITTED IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR THE AWARD IN MASTER OF BUSINESS
ADMINISTRATION OF AMITY UNIVERSITY, NOIDA.
AMITY UNIVERSITY, NOIDA, SECTOR-125, UTTAR PRADESH-201313.
JULY 2022 - JULY 2024
Submitted To : Submitted By :
Prof. Neha Tandon, Monika Prajapat,
Amity University. Roll No: A9920122001054(el),
MBA 4th Semester.
Under the Guidance of :
Dr. Bhawana Sharma, MBA, Ph.D,
Sophia Girls’ College (Autonomous), Ajmer.
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AMITY UNIVERSITY, NOIDA, SECTOR-125, UTTAR PRADESH-201313
BONAFIDE CERTIFICATE
This is to certify that the major project titled "A STUDY ON THE PERFORMANCE OF HR
POLICIES AND ITS IMPLEMENTATION" is a bonafide work carried out by Monika
Prajapat (Reg. No : A9920122001054el ) under the guidance of Dr. Bhawana Sharma from
“March – 2024 to May – 2024”. The project work embodies the original research work undertaken
by the candidate and meets the requirements for the partial fulfillment of M.B.A in HR
MANAGEMENT. This project report has not been submitted elsewhere for the award of any
other degree, diploma, or certificate. The results presented in this project are based on original
research work, and all sources of information have been duly acknowledged.
GUIDE : Dr. Bhawana Sharma, M.B.A.,Ph.D
COLLEGE : Sophia Girls’ College. Ajmer.
DATE OF SUBMISSION : 03-06-2024.
SIGNATURE OF THE GUIDE
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DECLARTION
I, Monika Prajapat, hereby declare that the major project titled “A STUDY ON THE
PERFORMANCE OF HR POLICIES AND ITS IMPLEMENTATION”, is the result of my
own original research work and has been carried out under the guidance of Dr, Bhawana Sharma,
M.B.A., Ph.D. All sources of information and assistance utilized during the course of this project
have been duly acknowledged and cited in the bibliography.
I affirm that this project represents my own work, and any contributions from others have been
appropriately recognized and credited. I further declare that this project has not been submitted in
part or in full for any other academic qualification. I acknowledge that all data, code, and results
presented in this project are authentic and have been obtained through legitimate means.
I understand that any form of academic dishonesty, including plagiarism or fabrication of data, is a
serious offense and may result in disciplinary action. Therefore, I affirm the integrity and
authenticity of this project to the best of my knowledge and belief.
DATE : 03-06-2024.
PLACE : Ajmer. SIGNATURE OF THE STUDENT
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ACKNOWLEDGEMENT
I would like to express my sincere gratitude to all those who have contributed to the completion of
this research paper.
First and foremost, I extend my deepest appreciation to Dr. Bhawana Sharma, M.B.A, Ph.D of
“Sophia Girls’ College” and Prof. Neha Tandon of “Amity University” for their invaluable
insights, encouragement, and unwavering support throughout the research process. Their expertise
and guidance played a pivotal role in shaping the direction and quality of this study.
I am also indebted to the numerous professionals, researchers, and experts whose work in the fields
of remote work, organizational psychology, and productivity provided a rich foundation for this
research. Their contributions have been instrumental in contextualizing and interpreting the
findings presented in this paper.
Finally, I want to acknowledge my family, friends, and colleagues for their unwavering support
and encouragement throughout the research process. Your understanding and encouragement have
been a source of inspiration, and I am truly grateful for your patience and belief in the importance
of this work.
Thank You.
Monika Prajapat.
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TABLE OF CONTENTS
CHAPTER NO TITLE PAGE NO

ABSTRACT i
LIST OF TABLES ii
LIST OF CHARTS iii
LIST OF FIGURES iv
LIST OF ABBREVIATION v
INTRODUCTION 1
1.1Introduction 2
1.2 Industry Profile 3
1 1.3 Company Profile 7
1.4 Need for the Study 11
1.5 Scope and Significance of Study 12
1.6 Objectives of the Study 13
1.7 Limitations of the Study 14
2 REVIEW OF LITERATURE 15
RESEARCH METHODOLOGY 24
3.1 Research Design 24
3.2 Sampling Technique 24
3 3.3 Sources of Data 25
3.4 Structure of Questionnaire 25
3.5 Sample Size 26
3.6 Period of Study 26
3.7 Hypothesis/ Analytical Tools 26
DATA ANALYSIS AND INTERPRETATION 27
4 4.1 Test - I 27
4.2 Test – II 57
4.3 Test - III 61
FINDINGS, SUGGESTIONS AND CONCLUSION 64
5 5.1 Findings of the Study 64
5.2 Suggestions 69
5.3 Conclusion 70
REFERENCES 72
APPENDIX – I (Questionnaire) 76
APPENDIX – II (Article) 91
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ABSTRACT
Human resource management is concerned with people element in management. Since every
organization is made up of people, acquiring their services, developing their skills/ motivating
to high level of performances and ensuring that they continue to maintain theircommitments to
the organization which are essential to achieve organizational objectives. This project is meant
to know the Human Resource Policies in the organization. The HR Policies are a tool to
achieve employee satisfaction and thus highly motivated employees. The main objective of
various HR Policies is to increase efficiency by increasing motivation and thus fulfill
organizational goals and objectives. The objective is to provide the reader with a framework
of the HR Policy Manual and the various objectives that the different policies aim to achieve.
The main focus was on the managerial levels of employees in CREATIONS INFRA INDIA
PRIVATE LIMITED.
Keywords: HR policies, Employee Relationship, Organization.
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LIST OF TABLES
TABLE NO PARTICULARS PAGE NO
4.1.1 Age 26
4.1.2 Gender 27
4.1.3 Educational Qualification 28
4.1.4 Department 29
4.1.5 Designation 30
4.1.6 Income 31
4.1.7 Jobs and get placement 32
4.1.8 Letters you received from the company 33
4.1.9 Recruitment team conducted induction program 34
4.1.10 Satisfied with the recruitment team 35
4.1.11 Conducting training on any areas 36
4.1.12 Trainer is component and knowledge person 37
4.1.13 Training areas can be shown any development 38
4.1.14 Training areas you are interested 39
4.1.15 Performance appraisal for the employees 40
4.1.16 Department conducting the performance appraisal 41
4.1.17 Appraisal conductivity on what degrees 42
4.1.18 Final decisions made by the superiors 43
4.1.19 Awareness of social legislative 44
4.1.20 Statutory Obligations of PF & ESI 44
4.1.21 Profession tax contribution 45
4.1.22 Labor’s welfare act 47
4.1.23 Aware about leave policy 48
4.1.24 Awhile the leave or not 49
4.1.25 Leave policies are able to meet your needs 50
4.1.26 Leave application shall be approved 51
4.1.27 Reason for quieting the job 52
4.1.28 Submitting their resignation 53
4.1.29 Relieving order 54
4.1.30 Full and final settlement 55
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LIST OF CHARTS
CHART NO PARTICULARS PAGE NO

4.1.1 Age 26
4.1.2 Gender 27
4.1.3 Educational Qualification 28
4.1.4 Department 29
4.1.5 Designation 30
4.1.6 Income 31
4.1.7 Jobs and get placement 32
4.1.8 Letters you received from the company 33
4.1.9 Recruitment team conducted induction program 34
4.1.10 Satisfied with the recruitment team 35
4.1.11 Conducting training on any areas 36
4.1.12 Trainer is component and knowledge person 37
4.1.13 Training areas can be shown any development 38
4.1.14 Training areas you are interested 39
4.1.15 Performance appraisal for the employees 40
4.1.16 Department conducting the performance appraisal 41
4.1.17 Appraisal conductivity on what degrees 42
4.1.18 Final decisions made by the superiors 43
4.1.19 Awareness of social legislative 44
4.1.20 Statutory Obligations of PF & ESI 45
4.1.21 Profession tax contribution 46
4.1.22 Labor’s welfare act 47
4.1.23 Aware about leave policy 48
4.1.24 Awhile the leave or not 49
4.1.25 Leave policies are able to meet your needs 50
4.1.26 Leave application shall be approved 51
4.1.27 Reason for quieting the job 52
4.1.28 Submitting their resignation 53
4.1.29 Relieving order 54
4.1.30 Full and final settlement 55
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LIST OF FIGURES
FIGURE NO PARTICULARS PAGE NO
1.2.1 Interior Design Market 5

Range
1.2.2 Number of Interior 7

Designers across India
1.6.1 HR Policies 13
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LIST OF ABBREVATIONS
 HRM – Human Resources Management

 VS _ Visualization Software
 FDS - Functional Design Specification
 GCC - Gulf Corporation Council
 ITCC - Interior Turnkey Contracting Company
 MNC - Multinational Corporation
 HRD - Human Resources Development
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INTRODUCTION
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CHAPTER 1
1.1 INTRODUCTION
This study is conducted to measure the effect of human resource policies (planning,
recruitment & selection, training & development, job analysis & design, motivation,
performance appraisal, and employee participation in decision making) on organizational
performance, to verify if there is a positive and significant relationship between human
resource policies and organizational performance, and to measurethe scope of application of
human resource policies. These guidelines identify the organizations intention in matters of
recruitment, selection, promotion, development, compensation, motivation, and otherwise
leading and directing employees in the working organization. HR policies serve as a road
map for the manager. HR policies are also defined as that body of principles and rules of
conduct which govern the enterprise in its relationship with employees. Such a policy
statement provides guidelines for a wide variety of employment relationships in the
organization. The purpose and significance of the HR policies hardly need any elaboration.
Every organization needs policies to ensure consistency in action and equity in its relation
with employees. Policies serve the purpose of achieving organizational goals in an
effective manner. HR policies constitute the basis for sound HRM practices. Moreover,
policies are the yardstick by which accomplishment of programs can be measured.
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1.2 INDUSTRY PROFILE
The interior design market is a crafty science enhancing the interiors of a space to achieve
a healthier and aesthetically pleasing environment. The interior design business is
developing rapidly in the Indian market. Interior Design in India comprises of architects,
interior designers, trade members, and educationists in the planning, designing and
decorating the interior spaces. The growth in interior design is attributed to the growing
Indian real estate market, growing population, rising income levels, and urbanization. Other
factors that lead to a surge in demand for Interior designing services include smart homes,
the influence of social media, and changes in the living standards and lifestyle of the
people.
People are choosing theme-based designs for their commercial and residential spaces.
Countless themes like the Mediterranean Style, the European Style, the Ethnic Indian Style
of Design and Decor are getting common nowadays. New innovations are taking place to
make homes more techs friendly. Virtual Reality is disrupting the interior designing
industry and has made visualizing and experimenting process easy for both client and
designers. However, the cost of using this technology is too high for incorporating in the
industry. Some of the factors that restrain the growth of the market are high gestation
periods for the project.
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SCOPE OF THE REPORT
A complete background analysis of India Interior Design Market which includes an
assessment of the emerging market trends by segments, significant changes in the market
dynamics, and the market overview is covered in the report. The report also offers market
estimates of the segments and market size. The company profile of key players is provided
along with an in-detailed analysis of strategies adopted.
COMMERCIAL INTERIOR DESIGN IS GROWING IN THE MARKET
With the steady growth in the demand from the commercial real estate, the interior
designing solution has emerged as a progressive trend in the market. As commercial space
demand surges, the sector is expected to further witness a tremendous opportunity to
leverage in the coming years. With the visible transition in the Indian work culture, office
furniture and interiors have seen a major evolution. Office commercial spaces are
expected to opt-out for various interior design services in the market. Old and established
offices will also consider refurbishing their office spaces along with start-ups and new
offices. Hotels are also coming up with design guidelines and pose as trendsetters
combining creativity and sustainability.
Figure 1.2.1 Interior Design Market Range Chart

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Interior design is a multi–faceted industry in which innovative and technical design
concepts finish or modify an interior environment to the specifications of the clients. The
interior design industry includes firms that primarily deal with the planning, designing,
and management of projects within a variety of interior spaces. Interior design companies
and design consultants must consider the required building codes and health and safety
regulations for all projects. Designers must also to take into account any electrical and
mechanical needs, interior fittings, furniture, traffic patterns, and floor planning.
Profitability of interior design companies depends uponthe volume of the projects they take
on, as well as the accuracy of bidding, and timely delivery and completion of projects.
Reports in this section include, but are not limited to, different components of the market,
such as decorating and decoration products merchants, design in furnishings, office and
industrial interior design, painting and remodelling, industry analysis for different
countries, and transportation of materials used by interior designers.
Market segmentation
3D Visualization Software for Interior Designers market is split by Type and by
Application. For the period 2016-2026, the growth among segments provides accurate
calculations and forecasts for revenue by Type and by Application. This analysis can help
you expand your business by targeting qualified niche markets.
Market segment by Type covers
Cloud Based
On-premises
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RISE IN NUMBER OF INTERIOR DESIGNERS ACROSS INDIA
There are growing investments in real estate in India. The market is primarily seeing
investments in commercial real estate and co-working spaces. As the real estate market is
projected to grow in future the interior designing services will also be required for the
same. There are growing investments in tire 1 and tire 2 cities in the nation which is
leading to a rise in the number of interiors designing and designers in India in these cities.
Various architectures are shifting to the Interior designing market in India. The data
also shows that the Interior Designing industry is more concentrated in urban areas.
Figure 1.2.2 Number of Interior Designers across India
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1.3 COMPANY PROFILE
Creation Infra India Private Limited Express Started his 23 Year career, delivering
multimillion dollar Infra contracts in the GCC countries Transformed Creation form an
Interior Contracting Company into leading ITCC providing design & allied services to
large enterprises, government institutions and private organization.
VISION & MISSION
The purpose of all human activity is to make life better. Creations believe in improving
life through innovative ideas. Through innovations we constantly endeavour to bring better
services and processes that bring greater value to society
CORE PURPOSE
“Improve Life through Innovative Ideas & Services”
VISION
 We are role model enterprise, respected globally for excellence in qualityand

innovative services
 We enhance stakeholder value while adhering to the code of responsiblecare
and ethical values
 We are an employer of choice and preferred business partner Worldwide.
CORPORATE VALUES
 Creations believe in honouring its commitment, integrity and transparency are an

integral part of our relationship with customers, Employees, Society.
 Respect for life: The Company believes that life in all its forms must be respected
and values our people. Our Employees are our values creators whose efforts,
Creativity and bond we cherish. Our Customers who reward us for our value
creations and stakeholders, who are committed to us in our Endeavour to improve
life we also recognize and respect our environment and take every effort .
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VALUE STATEMENT
 INTEGRITY: We are open, ethical, transparent & uncompressing in ourwork.
 DECISIVENESS: Set a goal, analyse the facts and work on alternatives and
conclude them in fixed time frames.
 TEAM SPIRIT: We encourage group interaction and working
 Together. United and collective drive achieves the desired goal.
 COMMITMENT: We keep all promises made within and outside the company.
Caring we are concerned for our environment, society and employees and work for
their betterment.
 EXCELLENCE: We are a role model and benchmark company for our products,
Service and business processes.
 INNOVATION: We nurture creativity and encourage application of knowledge and
ideas in all facets of our business.
BOARD OF DIRECTOR
Shri T E GIRIDHARA RAJ He is the founder of the Company and is associated withit since
2nd May 1987, Right from the date of inception of the Company. He is a well-known
Industrialist, having 27 years of versatile experience in the Corporation Limited. He is the
Chairman of both the Companies.
Shri, CHANDRA SEKAR RAO Vice Chairman & Managing Director He is Post
Graduate in Business Administration closely associated with the Company for 20 years. He
is a Managing Director of the Company and successfully looking after day today affairs of
the Company from 1960.

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Shri MURALI DHARAN V, Managing Director He is a Post Graduate in Business
Administration. He is actively associated with the Company since 1990 and is a Managing
Director of the Company from1.12.1990.
Shri PAVITHRA She is a well-known Industrialist. He is a financial expert and a person
upholding the highest virtues. He provided exemplary leadership as the
Shri PRIYA She is a Chartered Accountant having vast experience in the field of Finance.
He is a Managing Director of Motilal Finance Limited and also a Director and member of
Audit Committee of Financial Services Limited.
Shri SHANTHINI She is Post Graduate in Business Administration actively associated
with the company in the past 20 years; she is Director of the company and successfully
looking after day-to-day affairs of the company from 2000.
Creations ‘5 C to success
Commitment
 Take ownership of project by assigning the right people with the right attitude and
passion for the job.
 Training and qualified personnel with proven track record from varied disciplines.
Proven processes to aggressively monitor project quality, cost and timeliness.
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Capability
 Trained and qualified personnel with proven track record from varied disciplines.
Proven process to aggressively monitor project quality, cost and timeliness.
Capacity
 To deliver end-to-end service anytime, anywhere through in-house expertise
supported by trusted pool of sub-vendors
Comprehensive
 Seamless multi-disciplinary suite of service to cater to all requirements.
Customization
 Ability to tailor the service offering best suited to meet your financial and
operational objectives.
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1.4 NEED OF THE STUDY
 HR policies are important for employees to work for an Organization.
 It helps to maintain motivation and willing work forces.
 It is an interesting and significant area for conducting research.
 They also ensure compliance with employment legislation and inform employees of
their responsibilities and the Company's expectations
 HR policies provide guidelines on employer-employee relationships, which impart
information on acceptable norms of behaviour, work schedules, health and safety
measures, employment laws, conflict resolution and disciplinary measures.
 HR planning, hiring (recruitment and selection), training and development, payroll
management, rewards and recognitions, Industrial relations, grievance handling,
legal procedures.
 To have a formal Statement on corporate thinking which will serve as a guideline
for actions. Promote effective management without your constant intervention
 To establish the consistency in the application
 Motivate Team Members
 Device and implement Best policies
 Improve Employers Branding
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1.5 SCOPE OF THE STUDY
In any organization human resource is the most important asset. In today’s current scenario,
Creations Infra Nitrite Ltd. is a very large manufacturer and marketer of Interiors.
 As most of the company’s overall performance depends on its employee’s
performance which depends largely on the HR POLICIES of the organization.
 So, the project has wide scope to help the company to perform well in today’global
competition.
 The core of the project lies in analysing and assessing the organization and todesign
and HR policy manual for the organization.
 They provide clear communication between the organization and theiremployees
regarding their condition of employment.
 They form a basis for treating all employees fairly and equally.
 They are a set of guidelines for supervisors and managers.
 They create a basis for developing the employee handbook.
 They establish a basis for regularly reviewing possible changes affectingemployees.
 They form a context for supervisor training programs and employee orientation
programs.
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1.6 OBJECTIVES OF STUDY
PRIMARY OBJECTIVES
 To study the amendments made in the HR Policies of CREATION INFRA
INDIA PRIVATE LIMITED the time of incorporation.
SECONDARY OBJECTIVES
 To Study the amendments in the base policy and prepare a final policy.
 To Examine a HR Policy manual for the company with special emphasis onthe
“Managerial Service Conditions”
 To understand the HR policies maintaining the sound relation amongEmployees
& Employer.
 To find out the employees’ satisfaction towards satisfied with the
implementation of policy in organization.
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1.6 LIMITATIONS OF STUDY
 HR policies are an important for employees work for Organization.
 It helps to maintain motivation and willing work forces.
 It is an interesting and significant area for conducting research.
 It aims to study an understanding to which the employees be satisfied under the human
resources system of the organizations
 To study the human resources needs of an organization
 To study the main processes of employee resorting and development
 To know whether the employees are aware of these policies and are deriving benefits
for themselves as well as for the company.
 To provide a such conditions of employment that enable the personnel to develop a

sincere sense of unity with the organizations and to carry out their duties in the most
willing and effective manner.
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CHAPTER 2
2.1 REVIEW OF LITERATURE
A literature review is a type of review article. A literature review is a scholarly paper that
presents the current knowledge including substantive findings as well as theoretical and
methodological contributions to a particular topic. Literature reviews are secondary sources
and do not report new or original experimental work. Most often associated with
academic-oriented literature, such reviews are found in academic journals and are not
to be confused with book reviews, which may alsoappear in the same publication. Literature
reviews are a basis for research in nearlyevery academic field
 Kundu. Subhash C., Diva Mahan (2009) This study is based on the "Human
Resources Management Practices in Insurance Companies: The study was made in
Indian and MNC’s and explains the benefits of the organization is generated only by
Human Resources. However, the advantage of giving insurance to the Human
Resources is one of the employee benefits issued by the Human Resource
Management. The findings of the study says that both domestic and international
Insurance companies have to improve more on their HR practices like performance
appraisal, HR planning and Recruitment.
 Hemant Rao (2007) In this research study he explained the changes in the role Human
Resources. There was an extraordinary change in the role of Human resource
department. He found that each individual should work in the organization such that
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they should treat the employees irrespective to cast, religion, gender etc. The
productivity of the company is based on the quality of work done by the employees in
the organization.
 Subramanian, V. (2005) He expresses that the recruitment and selection process in the
organization and selecting the right candidate for the correct position helps employees
to work in the organization in a very positive mode.
 Maitin, T.P. (2003) In his study he explains the Human Resource Development shows
the progress of the organizational growth with different process like recruitment and
selection, payroll processing and maintains the rules and regulations of the office. By
the way of best approach towards the employees which the in the high productive of the
employees.
 Sudham Shetty V. Naveen, Dr.D.N. Raju (2014) Their research is based on the
recruitment and selection process in Cement Industry, Electronics Industry, Sugar
Industry in Krishna Dt AP, India and observed that in all the selected industries of the
study area recruitment is made by campus placements, job.com, data banks etc. The
selection is done by evaluating the candidate’s skills, knowledge and abilities which are
highly required to the vacancies in selected industries. They also identified that both
monetary and non-monetary incentives are given to the employees to motivate them for
better.
 Anupama Gupta (2010) Her study research mostly revolves around the consequences
of the challenges faced by the Human resource management in context with the current
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economic status and the challenges faced should be taken in consideration. This article
insists on the challenges in the short fall of talented employees. This also emphasis on
how Human resources Management tackles the problems handled on day-to-day
activities. It also suggested some important points to handle things better.
 Singh S.K (2008) In this study He explained that for a good organizational growth
employee Should maintain their involvement to yield high productivity. Employee’s
dedication helps him to achieve his target, and increases his quality of work.
Organization should also help the employee in training him to develop his interpersonal
skills. Both Employer and Employee should equally contribute each for individual’s
growth.
 Vidya A. Salokhe (2002) In her study she explained the Human Resource department
have several processes to improve the employee’s individual growth in the organization.
It also helps the organization to achieve more in the profit with their effective smart
work. Employees are the asset of any organization which they make profit out of them.
 T.V. Rao (1999) the study in his book explains that the audit conducted describes the
methods and ideas which have to be implemented in the Human Resource Audit. His
Framework helps to estimate the different criteria like core competency, culture and
value of the organization. By evaluating the employee’s interpersonal skills, they can
improve in some of the factors which are they lacking in the system. They also have
broadminded people in the top-level management which helps the low and middle level
employees to know about their concerns. So, they each and every employee in the
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organization helps themto achieve more by increasing the productivity.
 Udai Pareek &T.V. Rao (1999) In his study he explains that the limitations of Human
Resource Department where they need to improve in the personal growth of employee
and the organization. In his he elaborately explains about the importance of the training
and Development, HR Audit, Planning and Development, Organizational Behaviours.
This also gives the lots of information about the Educational Institutes and lot of
professional people.
 Venkateswaran (1997) He explains in his article about how Human resource
Department helps the organization in their Financial growth. For that he made an
empirical study by collecting data from a sample of 132 executives of a private
organization. This study helps to know how the HRD works in the organization and
how for employees are benefited out of them. As a result, the HRD works in better way
how such that employees are more much comfortable in the rule and regulations of the
organizations. This also helps the organization to maintain a good decorum.
 Saini R.R. (2010) This study is based on the Management in United Commercial Bank
which is a case study of Chandigarh State which elaborates HRD rules and regulations.
Basically, this study explains the hurdles in the process of framing the rules and
process of executing it. This analytical study contains a sample size of 100 people and
analysed their opinion about HRD rules and regulations. As a result of this study is
qualification plays an important role in recruitment in top, middle and low-level
management. The practice of selecting right candidatefor the level of management helps
the organization to achieve more and retain employees in the organization.
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 Tripathy (2008) He has explained that the organization have the optimum usage of
Human resources in the organization. They follow the 3 C concept (i.e.) Competencies,
commitment and culture. By following these 3 C cultures in the work organization give
the positive results in the organization. This practice is considered to be the best result
earning which resulted in the increase in the financial growth.
 Patil, Kallinath S. (2007) In his study he has researched about the developmentof facility
management industry has an important place in the growth of the country. Life
Insurance Corporation is one of the major service providers in which they provide the
best service. The Transmission doesn’t come in a day. For thatemployees have put in lot
of efforts to bring the service in the field of service.
 Sharma and Jyoti (2006) In their article they have explained about the Job Satisfaction
that they finalize it the best and effective reason for an employee in the working
situation. They also explain that this emotional factor helps the employee in the
organization to yield best results. Dissatisfaction is one of the main reasons for attrition
of employee in the organization. So, job satisfaction is the primary reason of an
employee’s carrier growth and development of an organization.
 G.V. Chalam and L. Srinivas (2005) In their article they have made a Human
Resources Department survey across 120 branches of State Bank of India at Andhra
Pradesh, and defines the gender where their papers made an attempt to explore the basic
gender difference. They found that the women employees have much more concern that
the male employees. Female employees have higher attitude of respecting the
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organization and Human resource department. They also have good source of Loyalty
towards Bank work.
 Mishra and Hardwar (2002) In their research they have made an empirical study on the
Private companies and their nature of work in Human resources Department. A random
sample of 107 managers with different levels like low level, middle level and top-level
management are taken into consideration. A questionnaire was circulated to them to
know about the Human Resource department and analysed. As a result, the situation
present in the HRD is satisfactory.
 V.Siva Kumar (2015) This study describes that the high level of policies increases the
growth of the organization and acts as a retention strategy. From this study it is
observed that employee’s relationship.
 NP Myilswamy, Dr.R. Gayatri (2014) According to their research “A study on Due to
the difficulty of evaluating the integration of human resources policies and practices
(LEPAK et al, 2006), this research proposes not only to evaluate PPHR as a single
construct, but also the relation of each dimension – or subsystem – on organizational
citizenship behaviours, seeking to identify which policy has a greater or lesser impact
on the worker’s behaviour. Thus, the six dimensions analysed are: recruitment and
selection; involvement; training and development; work conditions; performance and
competency assessment; and remuneration and incentives.
 Demo (2012) recruitment and selection policies and practices are defined as an
organization proposal to seek out employees, stimulate them to apply and select them,
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seeking to harmonize the person’s competencies with characteristics and demands of
the organization. The involvement policy is an articulated proposal of the organization to
create an affective bond with its collaborators, contributing to their well-being, in terms of
recognition, relationship, participation and communication. The training and development
policy includes the provision to employees of the systematic acquisition of skills and the
encouragement of continuous learning and knowledge production.
 T. Suhasini and Dr. K. Kalpana (2018) The study reveals that relevance of HRM
policy studies to the organizations. However, the urgency for new studies on the HRM
was highlighted, since some policies, despite their strategic nature for organizations,
are still little investigated. This is the case for recruitment and selection and evaluation
of performance and skills, as well as studies relating HRM policies to other variables of
organizational behaviour and the effort to construct and validate measurement
instruments.
 Cam Caldwell Ph d and Larry (2004) Floyd the focus of this article is to explain the
key elements of research opportunities grow as new and different practices are
proposed, with no indication of saturation. Other institutions can use the opportunity to
stimulate the academic production, focusing on research related to other HRM policies,
such as performance and competency, working conditions and rewards, given the
identified gaps. The joint production of these groups can strengthen the lines of
research on HRM policies and include Brazil as a reference on the international
scenario.
21
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 M. Madhyvadany, S. Panboli (2019) The performance and competency evaluation
policy involve assessing the performance and skills of workers, subsidizing decisions
about promotions, career planning and development. The author also grouped the issues
of compensation and incentives, encompassing rewards on performance and employee
competencies in terms of remuneration and incentives. Given this conceptual field
presented and the objectives of the research, the PPHR scale elaborated by Demo (2012)
is an adequate instrumentto meet the objectives of this study.
 Dessler (2002) human resources policies and practices needed to contribute to the
greater well-being of people, allowing them greater personal and professional
fulfilment. In addition to the policies and practices defined by Dessler (2002), a began
considering the “involvement” policy in the group
 Albrecht S.L, Bakker A.B, Gruman J.A, Macey W.H and Saks A.M(2015) these
practices necessary to manage people at work, specifically in the aspects related to
hiring, training, evaluation, remuneration and the provision of a good and secure
environment for company employees. For the author, there were five main policies and
practices that constituted people management in organizations by the HR area:
recruitment and selection, training and development, remuneration, performance
appraisal and working conditions.
 Bulbul Kar, Dr Biswadeep Mishra (2016) integrated set of planned and intended
strategies, policies and practices for managing people in an organization; and HRM
practices as the activities actually implemented and experienced by employees, and that
22
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can be objectively verified. The authors emphasize the integration that must exist
between HR management practices and the internal and external contingencies of the
organization.
 Wright et al (2003) with their study entitled “The impact of HR practices on
performance of business units’’; the study evaluates the HR practices and organisation
commitment on the operating performance and profitability of business units. The
purpose of this study is to examine the relationship between HR practices and firm
performance in a way that improves the casual inferences that can be drawn.
Questionnaires were used to survey employee attitude. So, business units were sampled
within on large corporation. The articles revealed that both organisational commitment
and HR practices are significantly related operational measure of performance, as well
as operating expenses and pre-taxprofits.
 Human Resource Management: Human resource policies have impact on the
employees in the organization. The main purpose of this research paper is to analyse the
factor which influence the employees in the organization. The most human resource
policies related to recruitment, training, reward, compensation, performance appraisal,
training and development, career development etc. The policies will have impact on the
employees who are working in the organization.
23
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CHAPTER 3
RESEARCH METHODOLOGY
3.1 METHOD DATA COLLECTION
The research has chosen the questionnaire methods of data collection Due to limited time
in hand. While designing the hand collection procedure, adequate safeguard against bias
and unreliability must be ensured. Researcher has examined the collections of data for
completeness, comprehensibility, consistently and reliability. Research is also gathered
secondary data which has already been collected and analysed by someone else. He got
various information from journals, historical documents magazines and report prepared by
the researchers. For the present piece of research, the investigators have used the following
methods.
 Questionnaire
 Interview
 Observation
In this study Descriptive research Design is used.
3.2 SAMPLING TECHNIQUES
In this study probability sampling was employed. However, the type of the type of
probability sampling is used is “Simple random sampling” where in the samples are drawn
by generating random members.
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3.2.1 SIMPLE RANDOM SAMPLING
Simple random sampling is a sampling technique where every item in the population has an
even chance and likelihood of being selected in the sample. Here selection of item
completely depends on chance or by probability and therefore this sampling techniques is
also sometimes is known as a method of chances. This process and techniques are known as
simple random sampling, and should not be confused with systematic random sampling. A
simple random sample us a fairsampling technique.
3.3 SOURCES OF DATA
For any study there must be data for analysis purpose. Without data there is no means of
study. Data collection plays an important role in any study. It can be collected from various
sources.
 Primary sources:
The Primary data was collected from the respondents by administering a structured
questionnaire and also through observation, interview & discussion with
management. The researcher collected primary data throughstructured questionnaire
and interview.
 Secondary Sources:
Apart from Primary data collected, the data collected through text books, therecords
of CREATIONS INFRA DEVELOPERS, Journals from Library, and Internet is
used for the study.
25
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3.4 STRUCTURE OF QUESTIONNAIRE
In this study, the primary data is collected through questionnaire from the respondents
directly. A questionnaire consists of a number of questions printed or typed in a definite
order on a form. Here, open ended, close ended questions, rank order, rating scale are used
in the questionnaire.
3.5 SAMPLE SIZE
The same size of the study is 130 respondents and it’s found by Rao soft sample calculator.
The respondents are Employees of the Creations Infra India private limited.
3.6 PERIOD OF STUDY
The period of time is taken to conduct the survey and prepare the research paper is3 months.
3.7. ANALYTICAL TOOLS
The data has been analysed using the following methods,
 Descriptive Analysis
 Chi-square Analysis
 One Way ANOVA Test
26
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CHAPTER 4
DATA ANALYSIS AND INTERPRETATION
4.1 DESCRIPITIVE ANALYSIS
Table 4.1.1: Table Showing the Age of the Respondents

PARTICULARS NO. OF RESPONDENTS PERCENTAGE
20 – 30 years 79 59.4%
31 – 40 years 42 31.6%
41 – 50 years 10 7.5%
50 years and above 2 1.5%
Total 133 100
AGE OF THE RESPONDENTS
7%2% 20- 30 YEARS

31 -40 YEARS
32%
59% 41-50 YEARS
50 YEARS AND ABOVE
Chart 4.1.1: Chart Showing the Age of the Respondents
INTERPRETATION
From the Above table, its interpreted that 59.4% of the respondents are 20-30 years,31.6%
of the respondents are 31-40 years,7.5% of the respondents are 41- 50 years,1.5% of the
respondents are 50 years and above.
INFERENCE
Majority (59.4%) of the respondents from 20 -30 Years.
27
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Table 4.1.2: Table showing the gender

Male 78 58.6%
Female 55 41.4%
Total 133 100
GENDER
41%
Male
59% Female
Chart 4.1.2: Chart Showing the Gender
INTERPRETATION
From the Above table, it’s interpreted that 58.6% of the respondents are Male,41.4% of
the respondents are Female.
INFERENCE
Majority (58.6%) of the respondents from Male.
28
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Table 4.1.3: Table Showing the Educational Qualification

Under Graduate 31 23.3 %
Post Graduate 67 50.4 %
Diploma 24 18 %
Others 11 8.3 %
Total 133 100
EDUCATIONAL QUALIFICATION
others
8%Under Graduate
Diploma 23% Under Graduate
18% post graduate
Diploma
others
post graduate
51%
4.1.3: Chart Showing the Educational Qualification
INTERPRETATION
From the Above table, it’s interpreted that 23.3% of the respondents are Under Graduate,
50.4 % of the respondents are Post Graduate, 18 % of the respondents are Diploma and 8.3
% of the respondents are others.
INFERENCE
Majority (50.4 %) of the respondents from Post Graduate.
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Table 4.1.4: Table Showing the Department

Finance 17 23.3 %
HR 39 50.4 %
Production 10 18 %
Sales 32 8.3 %
others 15 9%
Total 133 100
DEPARTMENT
8% Finance
8% 21%
HR
17%
Production
Sales
46%
Others
Chart 4.1.4: Chart Showing the Department
INTERPRETATION
From the Above table, it’s interpreted that 23.3% of the respondents are finance
50.4 % of the respondents are HR, 18 % of the respondents are Production, and 8.3
% of the respondents are sales,9 % of the respondents are others.
INFERENCE
Majority (50.4 %) of the respondents from HR.
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Table 4.1.5: Table Showing the Designation

Assistant Executive 23 17.3 %
Finance
HR Managers 33 24.8 %
Production Head 46 34.6%
Sales Executive 16 12%
Others 15 11.3 %
Total 133 100
DESIGNATION
11% Assistant Executive Finance

17%
12% HR Managers
Production Head
25% Sales Executive
Others
35%
4.1.5 : Chart Showing the Designation.
INTERPRETATION
From the Above table, it’s interpreted that 17.3 %of the respondents are Assistant
Executive Finance, 24.8 %of the respondents are HR Managers, 34.6% of the respondents
are Production Head,11.3 %of the respondents are Sales Executive, and 12%of the
respondents are others.
INFERENCE
Majority (34.6%) of the respondents from Production.
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Table 4.1.6: Table Showing the Income of the Respondents per Month

10000 to 25000 57 42.9%
25000 to 45000 48 36.1%
45000 to 60000 27 21.1%
60000 and above 10 7.5 %
Total 133 100
Income of the Respondents per Month
7%
20% 10000 to 25000

40% 25000 to 45000
45000 to 60000
60000 and above
33%
Chart 4.1.6: Chart Showing Income of the Respondent
INTERPRETATION
From the Above table, it’s interpreted that 42.9%of the respondents are10000 to 25000,
36.1%respondents are25000 to 45000,21.1%of the respondents are 45000 to 60000, and 7.5
%of the respondents are60000 and above.
INFERENCE
Majority (42.9%) of the respondents from 10000 to 25000.
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A. RECRUITMENT AND SELECTION
Table 4.1.7: Table showing the jobs and get placement

Placement cells 30 23.3 %
Through websites 60 45.1%
Newspaper 28 21.5%
advertisement
Referrals 15 11.3 %
Total 133 100
jobs and get placement
11%
23% Placement cells
21% Through websites

News paper advertisement
Referrals
45%
Chart 4.1.7: Chart Showing the Income Per Month
INTERPRETATION
From the Above table, it’s interpreted that 23.3%of the respondents are Placementcells,
45.1%respondents are through websites, 21.5%of the respondents are Newspaper
advertisement and 11.3%of the respondents are referrals.
INFERENCE
Majority (45.1%) of the respondents from Through Websites.
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Table 4.1.8: Table showing the letters you received from the company

Offer letter 44 33.1%
Acceptance letter 39 29.3 %
Joining letter 33 24.8%
None 16 12.0%
Total 133 100
letters you received from the company
12%
33%
25%
Offer letter
30% Acceptance letter

Joining letter
None
Chart 4.1.8: Chart showing the letters you received from the company
INTERPRETATION
From the Above table, it’s interpreted that 33.1%of the respondents are Offer letter,
29.3 %respondents are Acceptance letter,24.8% of the respondents are
Joining letter and 12.0%of the respondents are None.
INFERENCE
Majority (33.1%) of the respondents from Offer letter.
34
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Table 4.1.9: Table showing the Recruitment team conducted induction program

About Company 37 25.8%
Product Training 50 37.6%
Legal &Statutory 34 25.6%
legislation
None 13 9.8%
Total 133 100
Recruitment team conducted induction

program
10%
26% About Company
26% Product Training

Legal &Statutory legislation
None
38%
Chart 4.1.9: Chart showing the Recruitment team conducted inductionprogram
INTERPRETATION
From the Above table, it’s interpreted that 25.8%of the respondents are About Company,
37.6%respondents are Product Training,25.6% of the respondents are Legal &Statutory
legislation and 9.8%of the respondents are none.
INFERENCE
Majority (37.6%) of the respondents from Product Training.
35
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Table 4.1.10: Table showing Whether you satisfied with the recruitment team

61 45.9%
Satisfied
Highly dissatisfied 4 3.0%

Neither satisfied or nor 17 12.8%
dissatisfied
Highly satisfied 43 32.3%
Dissatisfied 8 6.0%
Total 133 100
satisfied with the recruitment team
6%
Satisfied
32% 46% Highly dissatisfied
Neither satisfied or nor
dissatisfied
13% 3%
Highly satisfied
Dissatisfied
Chart 4.1.10: Chart showing the satisfied with the recruitment team
INTERPRETATION
From the above table it is interpreted that 45.9% of the respondent satisfied, 3% of
the respondents highly satisfied, 12.8% of the respondents Neither satisfied or nor
dissatisfied, 32.3% of the respondents Highly satisfied, 6% of the respondents Dissatisfied.
INFERENCE
Majority (54.9%) of the respondents from Satisfied.
36
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B. TRAINING AND DEVELOPMENT

Table 4.1.11: Table showing the conducting training on any areas
HR & Admins 21 15.8%
Finance 64 48.1%
Production 38 28.6%
Safety 10 7.5%
Total 133 100
conducting training on any areas
7% 16%
HR & Admins
29% Finance
Production
Safety
48%
Chart 4.1.11: Chart showing the conducting training on any areas
INTERPRETATION
From the Above table, it’s interpreted that 15.8%of the respondents are HR & Admins,
48.1%respondents are Finance,28.6% of the respondents are Production and 7.5%of the
respondents are Safety.
INFERENCE :
Majority (48.1%) of the respondents from Finance.
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Table 4.1.12: Table showing the trainer is component and Knowledge person

Excellent 21 15.8%
Fair 64 48.1%
Average 38 28.6%
Poor 10 7.5%
Total 133 100
Trainer is component ant and

Knowledge
person
7% 16%
Excellent
29% Fair
Average
Poor
48%
Chart 4.1.12: Chart showing the trainer is component and Knowledge person
INTERPRETATION
From the Above table, it’s interpreted that 15.8% of the respondents are excellent, 48.1%
respondents are Fair, 28.6% of the respondents are Average and 7.5%of the respondents are
Poor.
INFERENCE
Majority (48.1%) of the respondents from Fair.
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Table 4.1.13: Table showing Based on the training conducted by the traineron the
areas can be shown any development
PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
Agree 70 52.6%
Disagree 13 9.8%
Neither agree nor 27 20.3%
disagree
Strongly agree 5 3.8%
Strongly disagree 18 13.5%
Total 133 100
training areas can be shown any

development
13%
4% Agree
Disagree
20% 53%
Neither agree nor disagree
10% Strongly agree
Strongly disagree
Chart 4.1.13: Chart showing the training areas can be shown anydevelopment
INTERPRETATION
From the above table it is interpreted that 52.6% of the respondents agreed, 9.8% of the
respondents disagreed, 20.3% of the respondents neither agreed nor disagreed, 3.8% of
the respondents strongly agreed, 13.5% of the respondents strongly disagreed.
INFERENCE
Majority (52.6%) of the respondents from Agree.
39
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Table 4.1.14: Table showing the training areas you are interested

welfare 18 13.5%
Fire and safety 39 29.3%
Management And skills 56 42.1%
Time management 20 15.0%
Total 133 100
training areas you are interested
15% 14%
welfare
Fire and safety
29% Management And skills
42% Time management
Chart 4.1.14: Chart showing the training areas you are interested
INTERPRETATION
From the Above table, it’s interpreted that 13.5%of the respondents are welfare,
29.3% respondents are Fire and safety, 42.1% of the respondents are Managementand skills and
15.0% of the respondents are Time management.
INFERENCE
Majority (42.1%) of the respondents from Management And skills.
40
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C. PERFORMANCE APPRAISAL
Table 4.1.15: Table showing the performance appraisal for the employees

Monthly 21 15.8%
Quarterly 40 30.1%
Half yearly 52 39.1%
Annually 18 13.5%
Total 133 100
performance appraisal for the employees
14% 16%
Monthly
Quarterly
Half yearly
40% 30%
Annually
Chart 4.1.15: Chart showing the performance appraisal for the employees
INTERPRETATION
From the Above table, it’s interpreted that 15.8% of the respondents are Monthly, 30.1%
respondents are Quarterly, 39.1% of the respondents are half yearly and 13.5% of the
respondents are Annually.
INFERENCE
Majority (39.1%) of the respondents from half yearly.
41
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Table 4.1.16: Table showing the Department conducting the Performance

Appraisal

Subordinates 48 36.1%
HR & Admins 49 36.9%
Finance 18 13.5%
Production 18 13.5%
Total 133 100
Department conducting the Performance

Appraisal
Subordinates HR & Admins Finance Production
14%
36%
15%
37%
Chart 4.1.16: Chart showing the Department conducting the Performance Appraisal
INTERPRETATION
From the Above table, it’s interpreted that 36.1%of the respondents are Subordinates,
36.9% respondents are HR & Admins, 13.5%of the respondents are Finance and 13.5% of
the respondents are Production.
INFERENCE
Majority (37%) of the respondents from HR & Admins.
42
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Table 4.1.17: Table showing the Appraisal conductivity on what degrees

80 % 31 23.3%
160 % 41 30.8%
320 % 15 11.3%
360 % 46 34.6%
Total 133 100
Appraisal conductivity on what degrees
23%
80%
35%
160%
320%
360%
11% 31%
Chart 4.1.17: Chart showing the Appraisal conductivity on what degrees
INTERPRETATION
From the Above table, it’s interpreted that 23.3% of the respondents are 80%, 30.8%respondents are
160%, 11.3% of the respondents are 320% and 34.6% of the
respondents are 360%.
INFERENCE
Majority (34.6%) of the respondents from 360%.
43
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Table 4.1.18: Table showing the Final Decisions made by the superiors

Management 30 22.6%
Manager 42 31.6%
Reporting Manager 15 11.3%
Others 19 14.3%
Total 133 100
Final Decisions made by the superiors
18%
28% Management
Manager
14%
Reporting Manager
Others
40%
Chart 4.1.18: Chart showing the Final Decisions made by the superiors
INTERPRETATION
From the Above table, it’s interpreted that 22.6% of the respondents are Management,
31.6% respondents are Manager, 11.3% of the respondents are Reporting manager and
14.3% of the respondents are others.
INFERENCE
Majority (40%) of the respondents from Managers.
44
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4. STATUTORY COMPLIANCE
Table 4.1.19: Table showing the Awareness of social legislative

Excellent 31 23.3%
Fair 35 26.3%
Unfair 47 15.0%
None 20 35.3%
Total 133 100
Awareness of social legislative
23%
36% Excellent
Fair
Unfair
None
26%
15%
Chart 4.1.19: Chart showing the Final Decisions made by the superiors
INTERPRETATION
From the Above table, it’s interpreted that 23.3% of the respondents are Excellent, 26.3%
respondents are Fair, 15.0% of the respondents are Unfair and 35.3% of the respondents are
None.
INFERENCE
Majority (26.3%) of the respondents from none.
45
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Table 4.1.20: Table showing the Statutory Obligations of PF & ESI
PF 12% ESI 0.75% 29 21.8%

PF 8.33% ESI 3.25 % 36 27.1%
Both A & B 49 36.8%
All the above 18 13.5%
Total 133 100
Statutory Obligations of PF & ESI
9%
10%
PF 12% ESI 0.75%
PF 8.33% ESI 3.25 %
Both A & B
23% 58%
All the above
Chart 4.1.20: Chart showing the Statutory Obligations of PF & ESI
INTERPRETATION
From the Above table, it’s interpreted that 21.8% of the respondents are PF 12% ESI
0.75%, 27.1% respondents are PF 8.33% ESI 3.25 %, 36.8% of the respondentsare Both A &
B and 13.5% of the respondents are All the above.
INFERENCE
Majority (36.8%) of the respondents from Both A & B.
46
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Table 4.1.21: Table showing the profession Tax Contribution
Complied 32 24.1%
Not complied 35 26.3%
Ignore 39 29.3%
Company not willing 12 9.0%
Total 133 100
profession Tax Contribution
10%
27%
Complied
Not complied
33% Ignore
Company not willing
30%
Chart 4.1.21: Chart showing the profession Tax Contribution
INTERPRETATION
From the Above table, it’s interpreted that 24.1% of the respondents are Complied, 26.3%
respondents are Not complied, 29.3% of the respondents are Ignore and 9.0% of the
respondents are Company not willing.
INFERENCE
Majority (29.3%) of the respondents from Ignore.
47
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Table 4.1.22: Table showing the There is the equal contribution of 12% each from
Employer and Employees

RESPONDENTS
Agree 5 3.8%
Disagree 20 15.0%
disagree
Total 133 100
equal contribution
STRONGLY DISAGREE 24.10%
STRONGLY AGREE 3.80%
NEITHER AGREE NOR DISAGREE 53.40%
DISAGREE 15.00%
AGREE 3.80%
Chart 4.1.22: Chart showing the contributed towards labours welfare act
INTERPRETATION
From the Above table, it’s interpreted that 21.8% of the respondents are Employer cont. 12,
27.1% respondents are Employees cont.20, 36.8% of the respondents are Employer cont. 7
and 13.5% of the respondents are Employer cont. 14.
INFERENCE
Majority (36.8%) of the respondents from Employer cont. 7.
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5. LEAVE POLICY
Table 4.1.23: Table showing the Aware about Leave policy
Sick Leave 21 15.8%

Privilege Leave 48 36.1%
Casual Leave 43 32.1%
All the above 21 15.8%
Total 133 100
Aware about Leave policy
16% 16%
Sick Leave
Privilege Leave
Casual Leave
32% All the above
36%
Chart 4.1.23: Chart showing the Aware about Leave policy
INTERPRETATION
From the Above table, it’s interpreted that 15.8% of the respondents are Sick Leave,
36.1% respondents are Privilege Leave, 32.1% of the respondents are CasualLeave and
15.8% of the respondents are All the above.
INFERENCE
Majority (36.1%) of the respondents from Privilege Leave.
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Table 4.1.24: Table showing the awhile the leave or not
Chronically 20 15.0%
Frequently 45 33.8%
Will not take leave 37 27.8%
Incase emergency 31 23.3%
situation
Total 133 100
awhile the leave or not
15%
23%
Chronically
Frequently
Will not take leave
34% Incase emergency situation
28%
Chart 4.1.24: Chart showing the awhile the leave or not
INTERPRETATION
From the Above table, it’s interpreted that 15.0% of the respondents are Chronically, 33.8%
respondents are Frequently, 27.8% of the respondents are Will not take leave and 23.3% of
the respondents are Incise emergency situation.
INFERENCE
Majority (33.8%) of the respondents from Will not take leave.
50
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Table 4.1.25 Table Showing the are you feel company leave policies are able to meet
your needs?
Agree 61 45.9%
Disagree 4 3.0%
disagree

Total 133 100
leave policies are able to meet your needs
6% Agree
Disagree
32% 46% Neither agree nor disagree
Strongly agree
Strongly disagree
13% 3%
Chart 4.1.25: Chart showing the leave policies are able to meet your needs
INTERPRETATION
From the above table it is interpreted that 45.9% of the respondents agreed, 3% ofthe
respondents disagreed, 12.8% of the respondents neither agreed nor disagreed, 32.3% of
the respondents strongly agreed, 6% of the respondents strongly disagreed.
INFERENCE
Majority (54.9%) of the respondents agree.
51
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Table 4.1.26: Table showing the leave application shall be approved bywhom
Managers 35 26.3%
Deputy Managers 36 26.8%
Management 45 33.8%
On my own accord 18 13.5%
Total 133 100
leave application shall be approved by whom
13%
26%
Managers
Deputy Managers
Management
34%
On my own accord
27%
Chart 4.1.26: Chart showing the leave application shall be approved by whom
INTERPRETATION
From the Above table, it’s interpreted that 26.3% of the respondents are Managers,
26.8% respondents are Deputy Managers, 33.8% of the respondents areManagement and
13.5% of the respondents are on my own accord.
INFERENCE
Majority (33.8%) of the respondents from Management.
52
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Table 4.1.27: Table showing the reason for Quieting the Job
You’re found a new job 25 18.6%

Difficult work 43 32.3%
environment
Career change 47 35.3%
Relocation 18 13.5%
Total 133 100
reason for Quieting the Job
14% 19%
You’r found a new job
Difficult work environment
Career change
35%
32% Relocation
Chart 4.1.27: Chart showing the reason for Quieting the Job
INTERPRETATION
From the Above table, it’s interpreted that 18.6% of the respondents are You’re found a
new job, 32.3% respondents are Difficult work environment, 35.3% of the respondents are
Career change and 13.5% of the respondents are Relocation.
INFERENCE
Majority (35.3%) of the respondents from Relocation.
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Table 4.1.28: Table showing the submitting their resignation

RESPONDENTS
Sending through mails 25 18.6%
Physical Resignation 43 32.3%
No Resignation 47 35.3%
No of the above 18 13.5%
Total 133 100
submitting their resignation
14% 19%
Sending through mails
Physical Resignation
No Resignation
35%
32% No of the above
Chart 4.1.28: Chart showing the submitting their resignation
INTERPRETATION
From the Above table, it’s interpreted that 18.6% of the respondents are Sending through
mails, 32.3% respondents are Physical Resignation, 35.3% of the respondents are No
Resignation and 13.5% of the respondents are No of the above.
INFERENCE
Majority (35.3%) of the respondents from No Resignation.
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Table 4.1.29: Table showing the relieving order provided to the resigned
employees
Leaving order will be 41 30.8%

Given
Leaving order will be 61 45.9%
Not given
None of the above 31 23.3%
Total 133 100
relieving order provided to the resigned

employees
23%
31% Leaving order will be Given
Leaving order will be Not given
None of the above
46%
Chart 4.1.29: Chart showing the relieving order provided to the resignedemployees
INTERPRETATION
From the Above table, it’s interpreted that 30.8% of the respondents are Leaving order will
be Given, 45.9% respondents are Leaving order will be Not given, and 23.3% of the
respondents are None of the above.
INFERENCE
Majority (45.9%) of the respondents from Leaving order will be Not given.
55
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Table 4.1.30: Table showing the full and final settlement during the time of Exit
Given 48 36.1%
Not given 58 43.6%
None of the above 26 19.5%
Total 133 100
full and final settlement during the time of

Exit
20%
36% Given
Not given
None of the above
44%
Chart 4.1.29: Chart showing the full and final settlement during the time of Exit
INTERPRETATION
From the Above table, it’s interpreted that 36.1% of the respondents are Given, 43.6%
respondents are Not given, and 19.5% of the respondents are None of the above.
INFERENCE
Majority (43.6%) of the respondents from Not given.
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4.2 CHI SQUARE TEST
Vs
BASED ON THE TRAINING CONDUCTED BY THE TRAINER ON THE AREAS

CAN BE SHOWN ANY DEVELOPMENT
H0 (NULL HYPOTHESIS) = There is no significant relationship between age of the
respondents and Based on the training conducted by the trainer on the areas can be
shown any development.
H1 (Alternate Hypothesis) = There is a significant relationship between age of the
respondents and Based on the training conducted by the trainer on the areas can be
shown any development.
AGE * BASED ON THE TRAINING CONDUCTED BY THE TRAINER ON

THEAREAS CAN BE SHOWN ANY DEVELOPMENT CROSSTABLE
AGE AGRE DISAGRE NEITHER STRONGL STRONG TOT
E E AL
AGREE Y LY
NOR AGREE DISAGRE
DISAGRE E
E
39.5 7.3 15.2 2. 10.2 75.0
20 –
8
30
years
21.1 3.9 8.1 1. 5.4 40.0
31 –40
5
years
8.9 1.7 3.5 .6 2.3 17.0
41 –
50
years
0.5 0.1 0.2 .0 0.1 1.0
50yea
rs and
above
TOTA 70.0 13.0 27.0 5. 18.0 133.0
L 0
57
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CHI-SQUARE TESTS
Value df Asymptotic
Significance (2-
sided)
Pearson Chi- 10.090a 12 .608
Square
Likelihood Ratio 10.067 12 .610
N of Valid Cases 133
a. 12 cells (60.0%) have expected count less than 5. The minimum expected
Count is.04.
At 5% level of significance and df (12) the table value is 10.090.

calculated value = 0.04
Significance value (p=0.005) < calculatedvalue H0
is accepted.
INFERENCE
The results of the “Pearson Chi-Square” say that χ (12) = 10.090, P = 0.04. This
tells us that there is a statistically significant association between the age of the
respondents and also high-performance work system leads to superior employee
performance.
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Vs
Whether you satisfied with the recruitment team what is the percentage
H0 (Null Hypothesis) = There is no significant relationship betweenage of
the respondents and significance level of the company that makes the
employees responsible for the spot decisions of the company.
H1 (Alternate Hypothesis) = There is a significant relationship betweenage of
the respondents and significance level of the company that makes the employees
responsible for the spot decisions of the company.
AGE * WHETHER YOU SATISFIED WITH THE RECRUITMENT TEAM

CROSSTABLE
Neither
AGE Highly Dissatisf
Highly satisfied nor
Satisfi satisfied ied Total
ed dissatisfie dissatisfied
d
34.4 2.3 9.6 24.2 4.5
20 –30
75.0
years
18.3 1.2 5.1 12.9 2.4 40.0
31 –40
years
7.8 .5 2.2 5.5 1.0 17.0
41 –50
years
0.5 .0 0.1 0.3 0.1 1.0
50years
and above
TOTAL 61.0 4.0 17.0 43.0 8.0 133.0
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CHI-SQUARE TESTS
Value df Asymptotic
Significance (2-
sided)
Pearson Chi-Square 17.410 12 .135

a
a. 12 cells (60.0%) have expected count less than 5. The minimum expectedcount is
.03.
At 5% level of significance and DF (12) the table value is 17.410

Significance value (p=0.005) < Calculatedvalue
H0 is accepted
INFERENCE
The results of the “Pearson Chi-Square” say that χ (12) = 17.410, P= 0.03. This
tells us that there is a statistically significant association between age of the
respondents and the company that makes the employees responsible for the spot
decisions made for the improvement of the company.
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4.3 ONE WAY ANOVA TEST
Hypothesis is set between the age of the respondents and equal contribution of 12%each from
Employer and Employees
NULL HYPOTHESIS
H0 = There is no statistically significant relationship between age the respondentsand equal
contribution of 12% each from Employer and Employees
ALTERNATIVE HYPOTHESIS
H1 = There is a statistically significant relationship between age of the respondents
and equal contribution of 12% each from Employer and Employees
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DESCRIPTIVES
AGE
N MEA STD. STD. 95% MINI MAXI

N
DEVI ERR CONFIDENCE MUM MUM
ATIO OR INTERVAL FOR
N MEAN
LOWER UPPER
BOUND BOUND
Agree 73 1.63 .717 .084 1.46 1.80 1 3
Disagree 3 2.00 1.000 .577 -.48 4.48 1 3
Neither 19 1.63 .831 .191 1.23 2.03 1 4

agree nor
disagree
Strongly 35 1.34 .639 .108 1.12 1.56 1 3

agree
Strongly 3 2.33 1.155 .667 -.54 5.20 1 3

disagree
Total 133 1.58 .741 .064 1.45 1.71 1 4
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ANOVA
AGE
Sum of Mean
Squares df Square F Sig.
Between 4.434 4 1.108 2.087 .086
Groups
Within 67.987 128 .531

Groups
Total 72.421 132
INTERPRETATION
This is the table that shows the output of the ANOVA analysis and we have a statistically
significant difference between our group means. We can see that the significance level is
0.086, which is more than 0.005. Therefore, there is a statistically significant relationship
between the age of the respondents and equal contribution of 12% each from Employer and
Employees.
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CHAPTER 5
5.1 FINDINGS
 59.4% of the respondents are 20-30 years,31.6% of the respondents are 31-40
years,7.5% of the respondents are 41- 50 years,1.5% of the respondents are 50 years and
above.
 58.6% of the respondents are Male, 41.4% of the respondents are Female.
 23.3% of the respondents are Under Graduate, 50.4 % of the respondents are Post
Graduate, 18 % of the respondents are Diploma and 8.3 % of the respondents are
others.
 50.4 % of the respondents are HR, 18 % of the respondents are Production, and
8.3 % of the respondents are sales,9 % of the respondents are others.
 17.3 %of the respondents are Assistant Executive Finance, 24.8 %of the respondents
are HR Managers, 34.6% of the respondents are Production Head,11.3 %of the
respondents are Sales Executive, and 12%of the respondents are others.
 42.9%of the respondents are 10000 to 25000, 36.1% respondents are 25000 to
45000,21.1% of the respondents are 45000 to 60000, and 7.5 % of the respondents are
60000 and above.
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 23.3%of the respondents are Placement cells, 45.1%respondents are through websites,
21.5%of the respondents are Newspaper advertisement and 11.3%ofthe respondents are
referrals.
 33.1%of the respondents are Offer letter, 29.3 %respondents are Acceptance
letter,24.8% of the respondents are Joining letter and 12.0%of the respondents are
None.
 25.8%of the respondents are About Company, 37.6%respondents are Product
Training,25.6% of the respondents are Legal &Statutory legislation and 9.8%of the
respondents are none.
 45.9% of the respondents satisfied, 3% of the respondents highly satisfied, 12.8% of
the respondents Neither satisfied or nor dissatisfied, 32.3% of the respondents Highly
satisfied, 6% of the respondents Dissatisfied.
 52.6% of the respondents agreed, 9.8% of the respondents disagreed, 20.3% of the
respondents neither agreed nor disagreed, 3.8% of the respondents strongly agreed,
13.5% of the respondents strongly disagreed
 15.8% of the respondents are excellent, 48.1% respondents are Fair, 28.6% of the
respondents are Average and 7.5%of the respondents are Poor.

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 34.6%of the respondents are Agree, 18.0%respondents are Disagree,7.5% of the
respondents are Neutral and 36.1% of the respondents are strongly agree,
11.3 % of the respondents are strongly disagree.
 13.5%of the respondents are welfare, 29.3% respondents are Fire and safety, 42.1% of
the respondents are Management and skills and 15.0% of the respondents are Time
management.
 15.8% of the respondents are Monthly, 30.1% respondents are Quarterly, 39.1% of the
respondents are half yearly and 13.5% of the respondents are Annually.
 36.1%of the respondents are Subordinates, 36.9% respondents are HR & Admins,
13.5%of the respondents are Finance and 13.5% of the respondents are Production.
 23.3% of the respondents are 80 %, 30.8% respondents are 160 %, 11.3% of the
respondents are 320 % and 34.6% of the respondents are 360 %.
 22.6% of the respondents are Management, 31.6% respondents are Manager, 11.3% of
the respondents are Reporting manager and 14.3% of the respondentsare others.
 23.3% of the respondents are Excellent, 26.3% respondents are Fair, 15.0% of the
respondents are Unfair and 35.3% of the respondents are None.
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 21.8% of the respondents are PF 12% ESI 0.75%, 27.1% respondents are PF 8.33% ESI
3.25 %, 36.8% of the respondents are Both A & B and 13.5% of the respondents are All
the above.
 24.1% of the respondents are Complied, 26.3% respondents are Not complied, 29.3% of
the respondents are Ignore and 9.0% of the respondents are Companynot willing.
 3.8% of the respondents are Agree, 15% of the respondents are neither Disagree, 53.4%
of the respondents are Neither agree nor disagree, 3.8% of the respondents are Strongly
agree, 24.1% of the respondents are Strongly disagree.
 15.8% of the respondents are Sick Leave, 36.1% respondents are Privilege Leave,
32.1% of the respondents are Casual Leave and 15.8% of the respondents are All the
above.
 15.0% of the respondents are Chronically, 33.8% respondents are Frequently, 27.8% of
the respondents are Will not take leave and 23.3% of the respondents are Incise
emergency situation.
 45.9% of the respondents agreed, 3% of the respondents disagreed, 12.8% of the
respondents neither agreed nor disagreed, 32.3% of the respondents strongly agreed,
6% of the respondents strongly disagreed.
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 26.3% of the respondents are Managers, 26.8% respondents are Deputy Managers,
33.8% of the respondents are Management and 13.5% of the respondents are on my
own accord.
 18.6% of the respondents are You’re found a new job, 32.3% respondents are Difficult
work environment, 35.3% of the respondents are Career change and 13.5% of the
respondents are Relocation.
 18.6% of the respondents are Sending through mails, 32.3% respondents are Physical
Resignation, 35.3% of the respondents are No Resignation and 13.5% of the
respondents are No of the above.
 30.8% of the respondents are Leaving order will be Given, 45.9% respondents are
Leaving order will be Not given, and 23.3% of the respondents are None of the above
 36.1% of the respondents are Given, 43.6% respondents are Not given, and 19.5% of
the respondents are None of the above.
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5.2 SUGGESTIONS & RECOMMENDATIONS
 The Performance Appraisal of employee is evaluated on the basis of 360-degreefeedback

or 180-degree feedback.
 The Organization should focus on mentor system intend to help employees intheir
career progression.
 The Organization should conduct Psychometric tests for employees.
 The Training should be mandatory for all level of employees.
 The Departments should develop constructive attitude towards each other.
 The company should give the appropriate recognition for the contributions and
accomplishments made by employees.
 A flexible reward system should be adopted by organization to improveemployee

motivation.
 A more transparent and full proof communication system developed in the

organization.
 Replacing the lacuna in the current system.
 Wages and salary administration process should have a more scientific
 Approach laying stress on equal wages for equal work done.
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5.3 CONCLUSION
This Study shows that
 The Policy of the company provides facilities for all round growth of Individuals by
training in-house and outside the organization, Reorientation, lateral mobility and self-
development through self-motivation.
 The Policy grooms every individual to realize his potential in all facets While
contributing to attain higher organizational and personal goals.
 The Policy builds teams and foster team-work as the primary instrument in all
activities.
 The Policy implements equitable, scientific and objective system of rewards, incentives
and control.
 The Policy recognizes worth contributions in time and appropriately, so as to maintain
a high level of employee motivation and morale.
 The employees agree on the part of their performance that they know what is expected
from them?
 The employees understand how their work goals relate to company goals.
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 Company inspires the employees to do their best work every day.
 The employees are not satisfied with the communication and decision-makingprocess
as it leaks the information related to organization.
 The employees do not receive the appropriate recognition and rewards for their
contributions and accomplishments.
 The employees feel that they are not paid fairly for their contributions to the
development of the company.
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REFERENCES
 Absar, M., Nimalathasan, B., and Jillian, M. (2010). Impact of HR Practices on
Organizational Performance in Bangladesh, International Journal of Business Insights
& Transformation, 3 (2), 15-19.
 Abu Riyale, A. (2007). The Effect of Employees Performance Management System
Development on Employees Turnover Empirical Study Telecommunication Sector-
Jordan, Unpublished Master Dissertation, The University of Jordan, Jordan.
 Abu-Doleh, J. (2000). Human Resource Planning in Jordan: A Challenge for the Next
Millennium, Middle East Business Review, 4(1), 57-68.
 Anderson, Chris (2014). Human Resources Policies and Procedures Manual.
Bizmanualz Page. p. 906. ISBN 1931591105.
 antarello, S.; Filippini, R.; Nosella, A. Linking human resources management practices
and customer satisfaction on product quality. The International Journal of Human
Resources Management, v. 13, n. 18, p. 3906-3924, 2012.
 Anupama Gupta ― Retailing Human Resource Challenges Ahead, ‖ ‗Synthesis ‘5(2), July
2007, pp. 102-107.
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 Aquinas, P (2009). Human Resources Management Principles and Practices. New
Delhi: VIKAS. p. 174. ISBN 8125918094.
 Arcimoles, C. H. (1997). Human resource policies and company performance: a
quantitative approach using longitudinal data. Organization studies, 18(5), 857- 874.
 Armstrong, Michael (2001). Human Resource Management Practice. London: Kogan
Page. p. 290. ISBN 0749433930.
 Burack, E., and Mathys, N. (1987). Human Resource Planning: A Pragmatic Approach
to Manpower Staffing and Development, (2nd ed.), Brace Park Press,USA
 Collins, C., and Smith, K. (2006). Knowledge Exchange and Combination: The Role of
Human Resource Practices in the Performance of High Technology Firms, Academy of
Management Journal, 49 (3), 544–560.
 Gill, C., & Meyer, D. (2011). The role and impact of HRM policy. International
Journal of Organizational Analysis.
 Willow S. Jacobson, Kristina T. Lambright, The Development of County HR Policies:
The Perspectives of Counties in Two States, Public Personnel Management,
10.1177/0091026018770233, 47, 4, (398-418), (2018).
73
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 Guest D, Conway N. The impact of HR practices, HR effectiveness and a ‘strong HR
system’ on organizational outcomes: a stakeholder perspective. The International
Journal of Human Resource Management, v. 22, n. 8, p. 1686- 1702, 2011.
 Hemant Rao, ―Changing role of HR, ‖ Synthesis,4(1), January-June 2007, pp.49-54.
 Katou, A. A. Investigating reverse causality between human resource management
policies and organizational performance in small firms. Management Research Review,
v. 35, n. 2, p. 134-156, 2012.
 Maitin, T.P., "Dynamic Human Resource," The Indian Journal of Commerce, Vol. 56,
No. 283, April-September, 2003, p.85.
 McConnell, John (2005). How to develop Essential HR policies and procedures. USA:
American Management Association. pp. 1. ISBN 0814408273.
 McConnell, John (2005). How to develop Essential HR Policies and procedures. USA:
American Management Association. pp. 5. ISBN 0814408273.
 Michael, Armstrong (2001). A Handbook of Human Resource Management Practice.
London: Kogan Page. p. 289. ISBN 0749433930.
 Michael, Armstrong (2001). Human Resources Management Practice. London: Kogan
Page. pp. 296–297. ISBN 0749433930.\
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 Pravin, Durai (2010). Human Resource Management. India: Dorling Kindersley (India)
Pvt. p. 133. ISBN 9788131724842.
 Rao, T.V. (1999), HRD Audit, New Delhi: Response Books (A Division of Sage
Publications).
 Rao, T.V. and Abraham, S.J. (1986), ―HRD Climate in Indian Organizations‖, Oxford
and IBH Publishing Co. Pt. Ltd. New Delhi.
 S, Sharma (2009). Handbook of HRM Practices Management policies and practices.
Delhi: Global India Publications. pp. 105–106. ISBN 9788190794145.
 Saini R.R, (2010), ―Human Resource Development - A Case study of Chandigarh
Region‖, RMS Journal of Management and IT, Volume 3, June 2010, Page no -58-64.
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APPENDIX
As a part of my MBA curriculum at Amity University, I am doing project HR
policies. Kindly spend your valuable time in filling the questionnaires and I assure
you that theinformation will be used only for academic research analysis and will be
kepthighly confidential
1. Name
2. Age
a) 20 – 30 years
b) 31 – 40 years
c) 41 – 50 years
d) 50 years and above
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3. Gender
a) Male
b) Female
4. Educational Qualification
a) Under graduate
b) Post graduate
c) Diploma
d) Others
5. Department
a) Production
b) HR
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c) Sales
d) Finance
e) Other
6. Designation
a) Assistant executive finance
b) HR managers
c) Production Head
d) Sales Executive
e) Others
7. Income
a) 10000 to 25000
b) 25000 to 45000
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c) 45000 to 60000
1. RECRUITMENT AND SELECTION
1. How do you search the jobs and get placement?
a) Placement cells
b) Through websites
c) Newspaper advertisement
d) Referrals
2. Which one of the letters you received from the company after yourname
shortlisted?
a) Offer letter
b) Acceptance letter
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c) Joining letter
d) None
3. Whether the recruitment team conducted an induction at the time ofjoining
if which one of the following
1. About Company
2. Product Training
3. Legal & Statutory legislation
4. None
4. Whether you satisfied with the recruitment team
a) Satisfied
b) Highly dissatisfied
c) Neither satisfied or nor dissatisfied
d) Highly satisfied
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TRAINING AND DEVELOPMENT
1. Whether the company is conducting training on any areas such as Production,
Administration, Process if attendant which department relatedit was
a) HR & Admins
b) Finance
c) Production
d) Safety
2. Whether the trainer is component ant and Knowledge person and whatrate you
will give the person
a) Excellent
b) Fair
c) Average
d) Poor
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3. Based on the training conducted by the trainer on the areas can beshown
any development
a) Strongly agree
b) Agree
c) Neither agree nor disagree
d) Strongly disagree
e) Disagree
f)
4. If you want to attend further training what would be the areas you are
interested
a) Welfare
b) Fire and Safety
c) Management & Skills
d) Time Management
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PERFORMANCE APPRAISAL
1. Whether the company is conducting performance appraisal for the
employees if so what basis
a) Monthly
b) Quarterly
c) Half yearly
d) Annually
2. Which Department is conducting Performance Appraisal is acompany?
a) Subordinates
b) HR & Admins
c) Finance
d) Production
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3. Whether the Performance Appraisal conducting on what degrees of
appraisal
a) 80 %
b) 160 %
c) 320 %
d) 360 %
4. Who will be the final decision for the performance Appraisal made
by the Superiors?
a) Management
b) Manager
c) Reporting Manager
d) Others
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STATUTORY COMPLIANCE
1. Whether the company created awareness on Social legislative during the joining
of a company if so, what is your feedback
a) Excellent
b) Fair
c) Unfair
d) None
2. Whether the Statutory Obligation of PF and ESI complied with thecompany
a) PF 12% ESI 0.75%
b) PF 8.33% ESI 3.25 %
c) Both A & B
d) All the above
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3. Whether the profession tax contribution remitted the concerned authorityby the
company
a) Complied
b) Not complied
c) Ignore
d) Company not willing
4. There is the equal contribution of 12% each from Employer and Employees
a) Strongly agree
b) Agree
e) Disagree
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LEAVE POLICY
1) Do you aware about the leave policy in your company
a) Sick Leave
b) Privilege Leave
c) Casual Leave
d) All the above
2. Whether you will awhile the leave or not if so how
a) Chronically
b) Frequently
c) Will not take leave
d) Incase emergency situation
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3. Are you feel your company leave policies are able to meet yourneeds?
a) Strongly agree
b) Agree
e) Disagree
4. Whether your leave application shall be approved by whom
a) Managers
b) Deputy Managers
c) Management
d) On my own accord
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EXIT POLICY
1. What is the reason for Quieting the Job
a) You’ r found a new job
b) Difficult work environment
c) Career change
d) Relocation
2. Whether the Employees submitting their resignation at the time of leavingthe
Employment
a) Sending through mails
b) Physical Resignation
c) No Resignation
d) No of the above
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3. Whether the relieving order provided to the resigned employees at thetime of
the date of leaving
a) Leaving order will be given
b) Leaving order will be not given
c) None of the above
4. Whether the company processing the full and final settlement during thetime of
Exit
a) Given
b) Not given
c) None of the above
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A STUDY ON THE PERFORMANCE OF HR POLICIES AND ITS

IMPLEMENTATION
AUTHORS :
Monika Prajapat,
Master of Business Administration,
Amity University, Noida.
monika61@amityonline.com
ABSTRACT
Human resource management is concerned with people element in management. Since

every organization is made up of people, acquiring their services, developing their skills/
motivating to high level of performances and ensuring that they continue to maintain their
commitments to the organization which are essential to achieve organizational objectives.
This project is meant to know the Human Resource Policies in the organization. The HR
Policies are a tool to achieve employee satisfaction and thus highly motivated employees.
The main objective of various HRPolicies is to increase efficiency by increasing motivation
and thus fulfill organizational goals and objectives. The objective is to provide the reader
with a framework of the HR Policy Manual and the various objectives that the different
policies aim to achieve. The main focus was on the managerial levels of employees in
CREATIONS INFRA INDIA PRIVATE LIMITED.
Keywords: HR policies, Employee Relationship, Organization.
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INTRODUCTION
This examination is led to gauge the impact of human asset strategies (arranging,
enrolment and choice, preparing and advancement, work investigation and plan,
inspiration, execution evaluation, and worker interest in dynamic) on authoritative
execution, to confirm if there is a positive and huge connection between human asset
arrangements and hierarchical execution, and to quantify the extent of use of human asset
policies. These rules distinguish the association goal in issue of enlistment, determination,
advancement, improvement, remuneration, inspiration, and in any case driving and
coordinating representatives in the functioning association. HR strategies fill in as a guide
for the manager.HR arrangements are likewise characterized as that assortment of
standards and rules of direct which administer the undertaking in its relationship with
representatives. Such an approach articulation gives rules to a wide assortment of utilize
Ent connections in the organization. The reason and meaning of the HR strategies scarcely
need any elaboration. Each association needs arrangements to guarantee consistency in real
life and value in its connection with representatives. Strategies effectively achieve
authoritative objectives in a powerful way. HR approaches comprise the reason for sound
HRM rehearses. Besides, strategies are the measuring stick by which achievement of
projects can be estimated.
REVIEW OF LITERATURE
 Kundu. Sub hash C., Diva Mahan (2009) This study is based on the "Human
Resources Management Practices in Insurance Companies: The study was made in
Indian and MNC’s and explains the benefits of the organization is generated only by
Human Resources. However, the advantage of giving insurance to the Human
Resources is one of the employee benefits issued by the Human Resource
Management. The findings of the study says that both domestic and international
Insurance companies have to improve more on their HR practices like performance
appraisal, HR planning and Recruitment.
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 Hemant Rao (2007) In this research study he explained the changes in the role
Human Resources. There was an extraordinary change in the role of Human
resource department. He found that each individual should work in the organization
such that they should treat the employees irrespective to cast, religion, gender etc.
The productivity of the company is based on the quality of work done by the
employees in the organization.
 Dessler (2002) human resources policies and practices needed to contribute to the
greater well-being of people, allowing them greater personal and professional
fulfilment. In addition to the policies and practices defined by Dessler (2002),
began considering the “involvement” policy in the group.
 Wright et al (2003) with their study entitled “The impact of HR practices on

performance of business units’’; the study evaluates the HR practices and
organisation commitment on the operating performance and profitability of
business units. The purpose of this study is to examine the relationship between HR
practices and firm performance in a way that improves the casual inferences that
can be drawn. Questionnaires were used to survey employee attitude. So, business
units were sampled within on large corporation. The articles revealed that both
organisational commitment and HR practices are significantly related operational
measure of performance, as well as operating expenses and pre-tax profits.
 Mariyam Imna; Zubair Hassan Human resource policies have impact on the
employees in the organization. The main purpose of this research paper is to analyse
the factor which influence the employees in the organization. The most human
resource policies related to recruitment, training, reward, compensation,
performance appraisal, training and development, career development etc. The
policies will have impact on the employees who are working in the organization.
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OBJECTIVES OF STUDY
PRIMARY OBJECTIVES
To study the amendments made in the HR Policies of CREATION INFRA INDIA

PRIVATE LIMITED the time of incorporation.
SECONDARY OBJECTIVES
To Study the amendments in the base policy and prepare a final policy. To Examine a HR
Policy manual for the company with special emphasis on the “Managerial Service
Conditions”. To understand the HR policies maintaining the sound relation among
Employees & Employer. To find out the employees’ satisfaction towards satisfied with the
implementation of policy in organization.
RESEARCH METHODOLOGY
 Sample Size
The sample size of the research study is 133.
 Sources of Data
The research study used both Primary data and Secondary Data.
 Sampling Techniques
The research study adopted a Simple and Convenience Sampling method and Data
Collection was done through questionnaire methods.
 Structure of the Questionnaire
The Quantitative and dichotomous questions and Multiple-choice Questions are asked to
the Employees.
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`
DATA ANALYSIS AND INTERPRETATION

DESCRIPTIVE ANALYSIS
1) Based on the training conducted by the trainer on the areas can beshown
any development
PARTICULARS NO. OF PERCENTAG
RESPONDENTS E
Agree 70 52.6%
Disagree 13 9.8%
Neither agree 27 20.3%
nor
disagree
Strongly 18 13.5%
disagree
Total 133 100
training areas can be shown any

development
4%
14%
20% 53%
10%
Agree Disagree Neither agree nor disagree Strongly agree Strongly disagree
INTERPRETATION
From the above table it is interpreted that 52.6% of the respondents agreed, 9.8% of
the respondents disagreed, 20.3% of the respondents neither agreed nor disagreed,
3.8% of the respondents strongly agreed, 13.5% of the respondents strongly
disagreed.
INFERENCE
95
`
2) Whether you satisfied with the recruitment team

61 45.9%
Satisfied
Highly dissatisfied 4 3.0%

Neither satisfied or nor 17 12.8%
dissatisfied
Highly satisfied 43 32.3%
Dissatisfied 8 6.0%
Total 133 100
Series 1
Dissatisfied
Highly satisfied
Neither satisfied or nor dissatisfied
Highly dissatisfied
Satisfied
0.00% 5.00% 10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%50.00%
Series 1
INTERPRETATION
From the above table it is interpreted that 45.9% of the respondents satisfied, 3% of the
respondents highly satisfied, 12.8% of the respondents Neither satisfied or nor dissatisfied,
32.3% of the respondents Highly satisfied, 6% of the respondents Dissatisfied.
INFERENCE
Majority (54.9%) of the respondents satisfied.
96
`
3) There is the equal contribution of 12% each from Employer andEmployees
RESPONDENTS
Agree 5 3.8%
Disagree 20 15.0%
Neither agree nor disagree 71 53.4%
Total 133 100
equal contribution of 12% of employer and

employees
60.00%
40.00%
20.00%
0.00%
equal contribution of 12% of employer and…
equal contribution of 12% of employer and employees
INTERPRETATION
From the above table it is interpreted that 3.8% of the respondents are Agree, 15% of the
respondents are neither Disagree, 53.4% of the respondents are Neither agree nor disagree,
3.8% of the respondents are Strongly agree, 24.1% of the respondents are Strongly
disagree.
INFERENCE
Majority (53.4%) of the respondents are Neither agree nor disagree.
97
`
4) Are you feel company leave policies are able to meet your needs?
Agree 61 45.9%
Disagree 4 3.0%

disagree
Total 133 100
leave policies are able to meet your

needs
50.00%
45.00%
40.00%
35.00%
30.00%
25.00% 45.90%
20.00% 32.30%
15.00%
10.00% 12.80%
5.00% 3.00% 6.00%
0.00%
Agree Disagree Neither agree Strongly agree Strongly
nor disagree disagree
leave policies are able to meet your needs
INTERPRETATION
From the above table it is interpreted that 45.9% of the respondents agreed, 3% of the
respondents disagreed, 12.8% of the respondents neither agreed nor disagreed, 32.3% of the
respondents strongly agreed, 6% of the respondents strongly disagreed.
INFERENCE
98
`
CHI SQUARE ANALYSIS
Vs
BASED ON THE TRAINING CONDUCTED BY THE TRAINER ON THE AREAS

CAN BE SHOWN ANY DEVELOPMENT
H0 (NULL HYPOTHESIS) = There is no significant relationship between age of the
respondents and Based on the training conducted by the trainer on the areas can be shown
any development.
H1 (Alternate Hypothesis) = There is a significant relationship between age of the
respondents and Based on the training conducted by the trainer on the areas can be shown
any development.
AGE * BASED ON THE TRAINING CONDUCTED BY THE TRAINER ON

THEAREAS CAN BE SHOWN ANY DEVELOPMENT CROSSTABLE
AGE AGREE DISAGREE NEITHER STRONGLY STRONGLY TOTAL
AGREE NOR AGREE DISAGREE
DISAGREE
20 –30 39.5 7.3 15.2 2.8 10.2 75.0

years
31 –40 21.1 3.9 8.1 1.5 5.4 40.0
years
41 –50 8.9 1.7 3.5 .6 2.3 17.0

years
50years 0.5 0.1 0.2 .0 0.1 1.0

and
above
TOTAL 70.0 13.0 27.0 5.0 18.0 133.0
99
`
CHI-SQUARE TESTS
Value df Asymptotic
Significance (2-
sided)
Pearson Chi- 10.090a 12 .608
Square
a. 12 cells (60.0%) have expected count less than 5. The minimum expected
Count is.04.
At 5% level of significance and df (12) the table value is 10.090
Significance value (p=0.005) < calculated value H0 is accepted.
INFERENCE
The results of the “Pearson Chi-Square” say that χ (12) = 10.090, P = 0.04. This tells us
that there is a statistically significant association between the age of the respondents and
also Based on the training conducted by the trainer on the areas can be shown any
development.
ONE WAY ANOVA TEST

Hypothesis is set between the age of the respondents and equal contribution of 12% each
from Employer and Employees
100
`
NULL HYPOTHESIS
H0 = There is no statistically significant relationship between age the respondents and

equal contribution of 12% each from Employer and Employees
ALTERNATIVE HYPOTHESIS
H1 = There is a statistically significant relationship between age of the respondents
and equal contribution of 12% each from Employer and Employees.
ANOVA
AGE
Sum of Mean
Squares Square
df F Sig.
Between 4.434 4 1.108 2.087 .086

Groups
Within 67.987 128 .531

Groups
Total 72.421 132
101
`
DESCRIPTIVES
AGE
N M STD. STD. 95% MIN MA

E
DEV ERR CONFIDEN IMU XI
A
N I OR CE M M
ATI INTERVAL U
ON FOR MEAN M
LOW UPPE
ER R
BOUN BOUN
D D
Agree 73 1. .717 .084 1.4 1.80 1 3
63 6
Disagre 3 2. 1.000 .577 - 4.48 1 3
00 .48
e
Neither 19 1. .831 .191 1.2 2.03 1 4

63 3
agree
nor
disagre
e
Strongl 35 1. .639 .108 1.1 1.56 1 3

34 2
y agree
Strongl 3 2. 1.155 .667 - 5.20 1 3

33 .54
y
disagre
e
Total 133 1. .741 .064 1.4 1.71 1 4
58 5
102
`
INTERPRETATION
This is the table that shows the output of the ANOVA analysis and we have a statistically
significant difference between our group means. We can see that the significance level is
0.086, which is more than 0.005. Therefore, there is a statistically significant relationship
between the age of the respondents and equal contribution of 12% each from Employer and
Employees.
CONCLUSION
The Policy of the organization gives offices to all adjust development of People via
preparing in-house and outside the association, Reorientation, sidelong portability and self-
improvement through self-inspiration. The Policy grooms each person to understand his
potential altogether features While adding to achieve higher hierarchical and individual
objectives. The Policy constructs groups and cultivates collaboration as the essential
instrument altogether exercises. The Policy executes even handed, logical and target
arrangement of prizes, motivators and control. The Policy perceives worth commitments on
schedule and properly, to keep a significant degree of representative inspiration and resolve.
The representatives concur on the piece of their exhibition that they know what is normal
from them. The representatives see how their work objectives identify with organization
objectives. Organization moves the representatives to accomplish their best work each day.
The workers are not happy with the correspondence and dynamic measure as it releases the
data identified with association. The workers don't get the proper acknowledgment and
compensations for their commitments and achievements. The workers feel that they are not
paid decently for the commitments they make to organization's prosperity.

103
REFERENCE
 Absar, M., Nimalathasan, B., and Jillian, M. (2010). Impact of HR Practices
on Organizational Performance in Bangladesh, International Journal of
Business Insights & Transformation, 3 (2), 15-19.
 Abu-Doleh, J. (2000). Human Resource Planning in Jordan: A Challenge for
theNext Millennium, Middle East Business Review, 4(1), 57-68.
 Antarello, S.; Filippini, R.; Nosella, A. Linking human resources
management practices and customer satisfaction on product quality. The
International Journalof Human Resources Management, v. 13, n. 18, p. 3906-
3924, 2012.
 Guest D, Conway N. The impact of HR practices, HR effectiveness and a
‘strong HR system’ on organizational outcomes: a stakeholder perspective.
The International Journal of Human Resource Management, v. 22, n. 8, p.
1686- 1702, 2011
 Katou, A. A. Investigating reverse causality between human resource
management policies and organizational performance in small firms.
Management Research Review.
104

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A STUDY ON THE PERFORMANCE OF HR

POLICIES AND ITS IMPLEMTATION

SUBMITTED IN PARTIAL FULFILLMENT OF THE

AMITY UNIVERSITY, NOIDA, SECTOR-125, UTTAR PRADESH-201313.

JULY 2022 - JULY 2024

POLICIES AND ITS IMPLEMENTATION" is a bonafide work carried out by Monika

GUIDE : Dr. Bhawana Sharma, M.B.A.,Ph.D

COLLEGE : Sophia Girls’ College. Ajmer.

DATE OF SUBMISSION : 03-06-2024.

SIGNATURE OF THE GUIDE

PERFORMANCE OF HR POLICIES AND ITS IMPLEMENTATION”, is the result of my

have been duly acknowledged and cited in the bibliography.

authenticity of this project to the best of my knowledge and belief.

PLACE : Ajmer. SIGNATURE OF THE STUDENT

this research paper.

findings presented in this paper.

CHAPTER NO TITLE PAGE NO

various HR Policies is to increase efficiency by increasing motivation and thus fulfill

Keywords: HR policies, Employee Relationship, Organization.

CHART NO PARTICULARS PAGE NO

FIGURE NO PARTICULARS PAGE NO

1.2.1 Interior Design Market 5

1.2.2 Number of Interior 7

 HRM – Human Resources Management

performance appraisal, and employee participation in decision making) on organizational

performance, to verify if there is a positive and significant relationship between human

resource policies and organizational performance, and to measurethe scope of application of

recruitment, selection, promotion, development, compensation, motivation, and otherwise

statement provides guidelines for a wide variety of employment relationships in the

with employees. Policies serve the purpose of achieving organizational goals in an

policies are the yardstick by which accomplishment of programs can be measured.

1.2 INDUSTRY PROFILE

a healthier and aesthetically pleasing environment. The interior design business is

periods for the project.

SCOPE OF THE REPORT

A complete background analysis of India Interior Design Market which includes an

along with an in-detailed analysis of strategies adopted.

COMMERCIAL INTERIOR DESIGN IS GROWING IN THE MARKET

demand surges, the sector is expected to further witness a tremendous opportunity to

combining creativity and sustainability.

Figure 1.2.1 Interior Design Market Range Chart

Interior design is a multi–faceted industry in which innovative and technical design

countries, and transportation of materials used by interior designers.

3D Visualization Software for Interior Designers market is split by Type and by

you expand your business by targeting qualified niche markets.

Market segment by Type covers

RISE IN NUMBER OF INTERIOR DESIGNERS ACROSS INDIA

Figure 1.2.2 Number of Interior Designers across India

1.3 COMPANY PROFILE

large enterprises, government institutions and private organization.

VISION & MISSION

services and processes that bring greater value to society

“Improve Life through Innovative Ideas & Services”

 We are role model enterprise, respected globally for excellence in qualityand

 Creations believe in honouring its commitment, integrity and transparency are an

 INTEGRITY: We are open, ethical, transparent & uncompressing in ourwork.

conclude them in fixed time frames.

 TEAM SPIRIT: We encourage group interaction and working

 Together. United and collective drive achieves the desired goal.

Service and business processes.